Organizations, large and small, are becoming increasingly dependent on a workforce comprised of non-employees. Progressive companies have embraced a sensible plan that has some portion of their workforce which is flexible or variable. Several factors contribute to the demand on procurement professionals to source talent, including the need to respond to rapid changes in technology, augment professional talent and even understand the preference of skilled workers. The internal debate is often who owns the process of sourcing talent? Isn’t it the Human Resources Department? If the Talent Acquisition Department in HR focuses on the regular or traditional workforce – the high value strategic talent – should they also manage the contingent workforce? The presenters in this session will discussed one solution; partnering sourcing with stakeholders in Finance, HR and the lines of business to build a world-class Contingent Workforce Program.
Topics covered in this session included:
- Which components of the contingent workforce need to be managed
- How vendor management systems integrate with other systems like Human Resource Information Systems (HRIS), financial systems or ERP
- How to avoid exposure to risks like co-employment, misclassification or wage and hour violations
- The common benchmarks to structure a collaborative working program that serves management, suppliers and talent
Categories: 2016 Spring - Orlando, Summit Presentations
SRC Type: Talent Management